Jim Collins concept for high performance: Getting the Right People on the Bus

Positive Leadership: Creating a Climate Where People Thrive

How Workplace Culture Unlocks Organisational Success

> _“Effective leaders inspire people because it’s better than motivating them. It’s intrinsic, not extrinsic. The fire is ignited from within.”_ – [Stephen M.R. Covey](https://www.thegrowthfaculty.com/blog/stephencoveytrustandinspire)

Imagine walking into your workplace each day, filled with enthusiasm and motivation because you know you have a fantastic manager leading your team. A manager who not only understands your strengths and weaknesses but also guides you towards success while fostering a positive and productive work environment.

Good management skills are crucial in today's workplace, where the success of a team often hinges on the effectiveness of its leader.

 [Free Download: 10 Leadership Qualities That Will Help Solve Challenges in 2024](https://thegrowthfaculty.ac-page.com/leadershipqualities)

In this article we discuss the key characteristics of a good manager, how they positively impact teams, and how you can develop standout management skills. Here’s what we’ve found.

**What Makes a Good Manager?**

> _"Companies should systematically demand that every team in their workforce have a great manager."_ – Gallup

Gallup [research](https://www.gallup.com/workplace/231593/why-great-managers-rare.aspx) shows when companies increase their number of good managers and double the rate of engaged employees, they achieve, on average, 147% higher earnings per share than their competition.

A good manager is the linchpin that holds a team together, inspiring and guiding the team members towards shared goals. They possess the ability to communicate effectively, build trust, and foster collaboration among team members.

﻿A good manager is not just good at [strategic execution](https://www.thegrowthfaculty.com/event.php?eventId=a1J9g000000QvLXEA0); they are someone who nurtures and empowers their team to be the [best team ever](https://www.thegrowthfaculty.com/event.php?eventId=a1J9g000000QcjEEAS). With a skilled manager at the helm, teams achieve remarkable outcomes, exceeding expectations and driving the organisation's success.

**Good Managers Trust Their Teams**

Trust is the foundation of any successful team.

Paul J. Zak in Harvard Business Review [shared](https://hbr.org/2017/01/the-neuroscience-of-trust) research showing that, compared with people at low-trust companies, people at high-trust companies report:

74% less stress,

106% more energy at work,

50% higher productivity,

13% fewer sick days,

76% more engagement,

29% more satisfaction with their lives,

40% less burnout.

As Stephen Covey, [author of ‘Trust and Inspire’](https://www.thegrowthfaculty.com/blog/stephencoveytrustandinspire) told Growth Faculty, a good manager sees team members as whole people, and actively look for greatness in each person. They are not only trusting of others, they “go first” to build credibility.

_“They are the first to talk straight, to be transparent, to do anything difficult, to live the values,”_ he says.

Amy Edmondson, a professor at Harvard Business School, has extensively studied the concept of [psychological safety in teams](https://www.thegrowthfaculty.com/blog/psychologicallysafeworkplaces). Psychological safety is the belief that one can speak up without fear of retaliation or negative consequences. Good managers understand the importance of psychological safety and actively work to create an environment where team members feel comfortable sharing ideas and concerns.

**Good Managers Work With Their Teams**

A good manager is not a distant figure who only gives orders; they roll up their sleeves and work alongside their team. When managers actively participate in tasks and projects, it fosters a sense of camaraderie and inspires team members to perform at their best.

According to a Gallup [study](https://www.gallup.com/404252/indicator-leadership-management.aspx), how engaged a leader is can account for 70% of the variance in their own team’s engagement.

On the other hand, when managers distance themselves from the team's day-to-day activities, it can lead to resentment among team members who may feel like their efforts are undervalued or that the manager doesn't truly understand the challenges they face.

**Good Managers Are Transparent**

As [accountability](https://www.thegrowthfaculty.com/blog/accountabilityproductivity) expert Mark Green always says, be transparent in your communications, instead of playing your cards close to your chest. Transparency is a crucial aspect of effective leadership.

A good manager communicates openly with their team, sharing important information about the organisation's goals, challenges, and decisions. Transparent communication builds trust and empowers team members to make informed decisions.

When managers are not transparent, it can lead to misunderstandings, rumours, and a lack of clarity among team members. This can result in misalignment and decreased productivity.

Key Behaviours of a Good Manager

**Good Managers Love Collaboration**

A good manager understands the power of collaboration and encourages teamwork among their staff. The best types of collaboration bring diverse perspectives together, leading to innovative solutions and enhanced creativity.

As McKinsey & Company’s 2020 paper _Diversity Wins: How inclusion matters_ says, “The most diverse companies are now more likely than ever to outperform non-diverse companies on profitability.”

If a manager discourages collaboration or promotes a competitive work environment, it can lead to reduced cooperation, siloed thinking, and missed opportunities for growth.

**Good Managers Don’t Take All The Credit**

_"_[_Good to Great_](https://www.thegrowthfaculty.com/event.php?eventId=a1J9g0000004mRDEAY)_"_ author Jim Collins talks about the “mirror and the window” concept, referring to good managers and leaders recognising the contributions of their team and sharing credit for successes vs. bad managers taking the credit.

To paraphrase his concept: Extremely good managers (i.e. [Level 5 leaders](https://www.thegrowthfaculty.com/blog/levelfiveleadership)) look in the mirror (at themselves) when blaming, and look out the window (at others) when giving credit.

Taking credit for others’ work is the behaviour of a [diminishing leader](https://www.thegrowthfaculty.com/blog/multipliersanddiminishers).

A manager who takes all the credit for their team's achievements can demoralise and alienate team members, leading to decreased motivation and a toxic work atmosphere.

**Good Managers Know How to Handle Their Emotions**

[Emotional intelligence](https://www.thegrowthfaculty.com/blog/emotionalintelligence) is a critical skill for effective leadership. Good managers understand their emotions and how they impact their decision-making and interactions with others. Emotional intelligence helps them respond to challenges with empathy and composure, creating a more supportive work environment.

In contrast, managers who struggle to handle their emotions may display unpredictable behaviour, making team members feel uneasy and affecting overall team dynamics.

**Good Managers Encourage Development**

A good manager invests in their team's [training and development](https://www.thegrowthfaculty.com/blog/benefitsoftraininganddevelopment). They provide opportunities for skill-building and [leadership development](https://www.thegrowthfaculty.com/blog/Learninganddevelopmentstrategy), showing that they value their employees' career growth. This leads to higher employee satisfaction and retention rates.

When managers don’t prioritise employee development, team members may feel stagnant and undervalued, leading to increased turnover and decreased team morale.

**Good Managers Are Fair**

Fairness is a cornerstone of effective management. Good managers treat all team members with equity and ensure that rewards and recognition are distributed based on merit and effort. Fair treatment builds trust and loyalty among team members.

As Trudy McDonald told our masterclass, perception of fairness is a big factor in [retaining talent](https://www.thegrowthfaculty.com/blog/retentionmethods).

“When talking about remuneration, emphasise the fairness, not just the amount. If you can afford to pay above market average – sing it from the rooftops,” she says.

If a manager displays favoritism or practices unfair treatment, it can lead to resentment and a divisive work environment, negatively impacting team dynamics and productivity.

**Good Managers Communicate**

Effective communication is at the heart of good management. A good manager not only communicates clearly and regularly but also actively listens to their team members' feedback and concerns. Open communication helps with [conflict resolution](https://www.thegrowthfaculty.com/blog/conflictresolutionskills), enhances teamwork and helps avoid misunderstandings.

When managers struggle with communication, it can lead to confusion, missed deadlines, and a lack of alignment among team members.

**Good Managers Understand Their Purpose**

A good manager strives to be [a purposeful leader](https://www.thegrowthfaculty.com/blog/purposefulleadership), and connects the team's work to the broader organisational purpose, aligning individual and team goals with the company's mission. Understanding the team's purpose helps team members see the significance of their contributions and stay motivated during challenging times.

If a manager fails to establish a clear connection between team members own values, the team's work and the company's purpose, team members may feel disconnected and lose sight of their impact, affecting their performance.

**How to Develop Stand Out Management Skills**

Building strong management skills is a continuous journey. Here are some key practices that managers can adopt to stand out in the workplace:

*   **Building Trust**

Focus on building trust with your team by being consistent, honest, and reliable. Be open to feedback and demonstrate that you trust your team members' capabilities.

*   **Work on Strategic Thinking and Decision-Making Skills**

Develop your ability to think strategically and make well-informed decisions. Consider the long-term impact of your choices and analyse data to support your conclusions.

*   **Develop Self-Awareness**

Be aware of your strengths, weaknesses, and biases. Self-awareness enables you to understand how your actions affect others and make necessary improvements.

*   **Work on Empathy and Emotional Intelligence**

Cultivate empathy and emotional intelligence by understanding and acknowledging the emotions of others. This helps you build strong relationships and handle conflicts effectively.

*   **Learn to Coach Employees and Provide Feedback** :

Become an effective coach by providing constructive feedback and guiding your team members towards their development goals.

*   **Ask for Feedback**

Encourage a culture of open feedback by seeking input from your team members regularly. This fosters an environment of continuous improvement.

**5 Tips for Emerging Leaders From Our Speakers**

*   **Develop** [**healthy habits**](https://www.thegrowthfaculty.com/blog/healthyhabitsforleaders)**.** Every culture starts and ends with the habits and behaviours you yourself demonstrate as a leader. If you want others to be excellent, pay attention to what you do daily_._ – James Clear, author of _Atomic Habits_
*   **Don’t be a micromanager.** It’s a diminisher leader trait - always looking over their employees’ shoulder. – Liz Wiseman, author of [_Multipliers_](https://thegrowthfaculty.com/articles/multipliersanddiminishers/)_._
*   **Understand your core values.** They are a guidepost to keep you on track in life. – [Robert Glazer](https://www.thegrowthfaculty.com/blog/RobertGlazerteambuildingtips), author of _Elevate Your Team._
*   **Trust in your** [**humanising qualities**](https://www.thegrowthfaculty.com/blog/Adviceforfemaleleaders)**.** We need empathy, connection and courage to tap into our leadership potential. – Brené Brown, author of _Dare to Lead._
*   **Be prepared for uncomfortable moments.** Leadership means having confidence to make tough calls versus having humility to ask for and receive feedback. – Carolyn Dewar, Scott Keller, and Vikram Malhotra, co-authors of [_‘CEO Excellence.’_](https://thegrowthfaculty.com/articles/CEOExcellenceMckinsey/)

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What Makes a Good Manager?

Key characteristics of a good manager and where to learn them

Keep informed
Stay Inspired

What Makes a Good Manager?

Key characteristics of a good manager and where to learn them

Keep informedStay Inspired

Keep informed
Stay Inspired